Pulse Surveys are an essential tool for gathering feedback from employees throughout the onboarding process, while Reports make feedback easier to understand by turning it into visual information. By making adjustments to your onboarding program based on the feedback receive, you will improve employee productivity, engagement, and retention over time.
Please note: You have a New hire survey that has been automatically enabled and will include surveys in all of your new onboarding plans that you start going forward.
Why are my surveys not automatically enabled?
Why are my surveys not automatically enabled?
Welcome! If you've been with us for a while and are unsure how to enable your surveys, don't worry - you're in the right place! We've made it easy for you to gather helpful feedback for all your new onboarding plans. You already have a default survey called "New hire survey," but it's currently turned off. To start collecting feedback, just follow the instructions in the video below.
What does this article cover?
Why are Pulse Surveys important?
They help gather feedback on things like how employees are feeling, how they're progressing in their onboarding journey, job satisfaction, role responsibilities, and company culture. By doing this, you can incrementally improve your onboarding program over time.
What are Reports, and why are they important?
Reports are really helpful because they can show you where you can make your onboarding process better. When you make reports from the feedback you get from Pulse Surveys, you can see how new hires are doing and find out if there's anything you can do to make things better for them, or for your onboarding program as a whole. This can help you make your onboarding process better, which can help employees be happier, stay longer, and do better work.
What are some best practices for analyzing and acting on the data collected through Pulse Surveys?
When analyzing and acting on the data collected through Pulse Surveys, it's important to keep these best practices in mind:
Identify common themes: Look for patterns and trends in the feedback you receive from new hires. Are there certain aspects of the onboarding process that consistently receive negative feedback? Are there areas that employees consistently rate highly? Use this information to prioritize areas for improvement.
Share feedback with key stakeholders: Make sure to share the feedback you receive with other key stakeholders, such as hiring managers, trainers, and HR staff. This will help ensure that everyone is on the same page and working towards the same goals.
Take action: Once you've identified areas for improvement, take action to address them. This could mean making changes to your training materials, revising your orientation process, or improving communication with new hires.
Evaluate progress: Continuously evaluate the impact of the changes you make. Use follow-up surveys, send the same questions at different time intervals or other feedback mechanisms to determine if the changes you've made have had a positive impact on the onboarding process.
Communicate progress: Don't forget to communicate progress to key stakeholders and employees. Let them know about the changes you've made and how they've helped improve the onboarding experience. Taking screenshots of the Reports Workleap Onboarding generates can also help you present your successes with eye-catching visuals.
How often can we send Pulse Surveys, and how long do they take to complete?
You can send as many Pulse Surveys as you'd like.
Pulse Surveys can be sent at various intervals during onboarding, and the frequency and timing can be adjusted to fit your needs. They can be sent on the first day, first week, first month, second month, and third month.
The time it takes to complete the Pulse Survey depends on the number of questions included.
The surveys typically should take a minute to a few minutes to complete, and they should be designed to be short and straightforward to ensure employees provide accurate and insightful feedback.
Is there a limit to the number of Pulse Surveys we can send each month or year?
Companies can send as many Pulse Surveys as they want, but the number of surveys sent depends on the size of the company, how often they want feedback, and the resources they have to analyze it.
Be careful not to send too many surveys, as this can tire out employees and result in fewer responses, which can affect the quality of the feedback. It's important to find a balance by planning the timing and content of surveys to ensure they're relevant and valuable to employees, which can improve response rates and overall engagement. Our New hire survey is designed to get useful feedback without making employees feel overwhelmed.
Who will have access to the Reports?
As an administrator, you will have the ability to customize the Pulse Surveys as needed. The survey results are not anonymous, and the manager will be promptly notified of any new survey results and have access to them.
The organization-wide reports are visible to the administrators, while managers and plan creators can only access the reports for their respective teams. This approach ensures that the feedback collected from Pulse Surveys remains confidential and accessible only to those who need it.
When do the Reports get updated?
Reports are updated as soon as new results come in, ensuring that the feedback remains up-to-date and actionable.
How can Pulse Surveys help us improve our company's diversity, equity, and inclusion (DEI) efforts?
Pulse Surveys are a great way to make companies more diverse, equitable, and inclusive (DEI). By asking questions related to DEI topics, these surveys can show how employees feel about things like respect, fairness, and recognition. Companies can use this feedback to identify areas where they need to improve, and to track their progress over time. By taking action based on feedback and making changes, companies can create a more welcoming and fair work environment.
Click here for example questions
Click here for example questions
Do you feel that you are treated fairly and equally in the workplace, regardless of your race, ethnicity, gender identity, sexual orientation, or other personal characteristics?
Have you ever experienced or witnessed discrimination or harassment based on any personal characteristics?
Are you aware of the company's policies and procedures related to diversity, equity, and inclusion? Do you feel that they are effective?
Are there any aspects of the company's culture or practices that could be improved to better support diversity, equity, and inclusion?
Do you feel that your opinions and perspectives are valued and respected by your colleagues and superiors, regardless of any personal characteristics?
Are there any specific actions or initiatives you would like to see the company take to improve diversity, equity, and inclusion in the workplace?
Can we customize the questions in the Pulse Surveys to fit our company's needs?
Yes, you can make changes to the Pulse Surveys to make them work for your company's specific onboarding process and goals. You can choose from different types of questions, like multiple-choice, single-choice, opinion scale, and open-ended questions.
You can even set questions to repeat over time to see how employee feedback changes as they settle into their roles. It's important to customize the Pulse Surveys to get the most helpful feedback from your employees.
To learn how to customize an existing survey, check out our step-by-step guide.
To learn how to customize an existing survey, check out our step-by-step guide.
